Overqualification and counterproductive work behaviors: Examining a moderated mediation model

Abstract

SummaryThe current study examined the effect of employees' perceived overqualification on counterproductive work behaviors (CWBs). Building on person-job fit theory and prior research on such organizational phenomena, we conceptualized overqualification as a type of poor person-job fit. Drawing on the dual-process model, we further suggested that in processing their person-job misfit, overqualified employees might cognitively appraise themselves as less worthy organizational members and experientially feel angry toward the employment situation. We also suggested that to the extent that overqualified people are sensitive to justice, they may react more or less strongly to being overqualified. We tested our predictions using time-lagged data from a sample of 224 workers and their supervisors employed in a large manufacturing company in China. Consistent with our theoretical framework, we found that organization-based self-esteem (OBSE) and anger toward employment situation mediated the positive relationships between perceived overqualification and both self-rated and supervisor-rated CWBs. In addition, justice sensitivity moderated the relationship between perceived overqualification and the mediators (i.e., OBSE and anger) and the indirect relationship between perceived overqualification and CWB. The theoretical and practical implications of these findings as well as future research directions are discussed.

On the association between perceived overqualification and adaptive behavior

“…First, our study counterproductive work behaviors (Liu et al, 2015, or creativity (Luksyte and Spitzmueller 2015). Further, consistent with a finding that job autonomy helps mitigate the negative consequences of perceived overqualification on job satisfaction especially in highly individualistic countries (Wu et al, 2014), our findings in Study 2 suggest usefulness of granting higher job autonomy in mitigating the negative consequences of perceived overqualification on employees' adaptive behavior.…”

“…It showed that people who feel overqualified experience decreased job satisfaction and low affective commitment Johnson 2000, McKee-Ryan et al, 2009) and have lower self-rated performance (Bolino and Feldman 2000). They are more likely to leave their jobs Bauer 2009, Maynard et al, 2006), and tend to engage in more counterproductive work behaviors (Liu et al, 2015, and fewer extra-role behaviors (Agut et al, 2009), although some inconsistent findings were also reported (see Liu and Wang 2012, for a review). For example, perceived overqualification has been found to positively relate to supervisor rated in-role performance (Holtom et al, 2002), organizational citizenship behavior (Chen 2009), overall job performance (Fine 2007, Fine andNevo 2008), and objective job performance indicators (Erdogan and Bauer 2009). This means that evidence regarding the relationship between perceived overqualification and job performance is, at best, inconclusive.…”

“…Perceived overqualification has been conceptualized as a multi-dimensional construct consisting of two facets: mismatch (i.e., having more qualifications than is required) and no-growth, which refers to lack of opportunities to utilize one's skills (Johnson and Johnson 1996). Building on the person-job fit theory ( Kristof-Brown et al, 2005), recent studies showed that the mismatch dimension best represents the construct of perceived overqualification because having more qualifications than required for a job represents a misfit between one's qualifications and a job (Liu et al, 2015, Maynard et al, 2006.…”

Mindfulness buffers retaliatory responses to injustice: A regulatory approach.

“…First, our findings add to the emerging evidence that reactions to injustice can be understood within the context of dual-process theories (e.g., Li et al, 2011;Liu et al, 2015;van den Bos, 2007). Second, our work extends emerging research on justice and rumination (e.g., Tripp & Bies, 2010;Wang et al, 2013).…”

Social class and university graduates’ overqualification: testing two mediated relationships

“…OQ is negatively related to organizational commitment, wellbeing and job and career satisfaction, and positively related to job stress, counterproductive work behaviors, and turnover intentions (see for example Johnson & Johnson, 1992, 1996Liu et al, 2015;Luksyte et al, 2011;Maynard et al, 2006;McKee-Ryan & Harvey, 2011). However, much less is known about the antecedents.…”